THE ROLE OF INTERVENING ROLE BREADTH SELF-EFFICACY TOWARDS PROACTIVE PERSONALITY AND PROACTIVE
BEHAVIOR
Veninda Ayu Utami
Universitas Jenderal Soedirman, [email protected], Indonesia
ABSTRACT
This research was conducted to analyze the effect of Proactive Personality and Proactive Behavior on nurses in the hospital either directly or through the Role Breadth Self Efficacy mediating variable so that a conceptual and empirical framework for proactive behavior at Regional General Hospital Prof.
Dr. Margono Soekarjo Purwokerto. This research is quantitative descriptive. Empirical hypotheses were tested using Structural Equation Modeling (SEM) using AMOS software. This hypothesis testing was carried out using empirical data obtained from the answers to questionnaires from 250 nurses with a total population of 666 people.
Keywords: proactive behavior; proactive personality, role breadth self-efficacy
1. Introduction
Hospital management has unique characteristics because apart from functioning as a business, it also has a very important social mission in terms of public health. Hospitals fundamentally aim to meet the needs and demands of patients who hope to find solutions to their health problems in the hospital. Patients see the hospital as the only place capable of providing medical services to heal and recover from their pain. Therefore, hospitals are generally expected to provide quality services in accordance with established standards, and can be accessed by the whole community.
The proactive behavior of employees is a very important factor and is needed by the hospital. Through proactive behavior, employees can take responsibility for the work given and have the ability to consider positive and negative consequences in responding to a problem.
This has a positive impact on all parties involved. Proactive personality influences proactive behavior, which focuses on enacting ideas and solving problems at work (Syamsudin, 2021).
Parker (1998) proposed role breadth self-efficacy to describe the level of confidence a person has in their abilities outside of formal responsibility.
2. Literature review 2.1 Proactive Behavior
Activities carried out by individuals to make things happen that require initiative and anticipatory action with the aim of changing the situation (Parker, 2010). Crant (2000) states that proactive behavior generally involves the status quo. Proactive behavior can improve work methods, express ideas or concerns, and take action to prevent problems from happening again (Strauss et al., 2013). Problem prevention focuses on dealing with repeated challenges and
obstacles in the work environment. This is self-oriented and anticipatory action to prevent repetition of work problems (Frese & Fray 2001). Bateman and Crant (1993) state that proactive behavior can change situations, change existing conditions, and restructure mindsets.
2.2 Proactive Personality
Individuals who are very proactive to recognize and recognize opportunities, show initiative and are persistent in fighting for change (Bateman & Crant, 1993). Someone with a proactive personality is able to consider the opportunities and risks that will occur (Parker &
Collins, 2010). Proactive personality emphasizes self-confidence and an active attitude of initiative with high employment, proactive people experience knowledge control that allows them to develop joint solutions to solve a problem (Andri, 2020). Proactive individuals have personality traits that tend to be stable, able to survive and facilitate people to behave consistently in different situations (Mc Cormick, 2019).
2.3 Role Breath Self-Efficacy
Bandura (1986) describes self-efficacy as belief in one's ability to organize and carry out the actions necessary to produce a given achievement. Self-efficacy as a person's opinion regarding the ability possessed to carry out certain tasks. Self-efficacy is a work motivation factor called role breadth self-efficacy (Gist & Mitchell, 1992). The extent to which a person believes that they are capable of carrying out a broader and more proactive role (Pariasamy, 2020). Role breadth self-efficacy is an important predictor of proactive behavior (Parker &
Collins, 2008). One of the most important requirements for role breadth self-efficacy in order for employees to be proactive is to use their initiative (Cheah, 2019).
2.4 Proactive personality and proactive behavior
Proactive personality refers to people's stable behavioral tendencies to take active actions to influence the environment (Mc Cormick, 2019). Individuals always try to identify opportunities and act on them, show initiative, take action and persist until change occurs (Crant, 2000). Bateman and Crant (1993) mention that proactive behavior can be controlled internally or externally. Therefore, Parker (2006) stated that proactive personality can influence proactive behavior. Proactive personality traits will create change and control that can support proactive behavior. Research was conducted by McCormick (2019), Wu (2018), and Kale (2019) which stated that proactive personality influences proactive behavior. Nurjaman et al., (2019) which states that proactive behavior is important for organizations because it can improve working conditions and create new opportunities. When they feel they can control the activities they do, individuals will be encouraged to carry out more proactive activities (Hua et al., 2020).
2.5 Intervening Role Breadth Self-Efficacy
Employees' perceived ability to perform a wide variety of proactive, integrative, and social actions that go beyond responsibility constitutes role breadth self-efficacy (Parker, 1998).
Research has been undertaken to adopt different approaches to identify the antecedents and consequences of proactive behavior, and the results are significant (Den Hartog & Belschak, 2012; Strauss, Griffin, & Allannah, 2009; Parker et al., 2006). For a changing world and organizational success, organizations are increasingly demanding employees who can take on a wider and more proactive work role (Bateman & Crant, 1993). On the other hand, role breadth
self-efficacy is not like a stable proactive personality (Crant, 2000), because role breadth self- efficacy evolves with one's experiences and situations (Parker, 2008).
Figure 1. Research Model
3. Research methodology
Data collection was carried out on 250 respondents at the Regional General Hospital Prof. Dr. Margono Soekarjo Purwokerto. In this study, Akgunduz et al. (2018) modifying 10 items to measure proactive personality. After that, 11 items from Griffin et al. (2018) developed to measure proactive behavior. There are 7 items developed from Parker et al. (2006) for the role of breadth self-efficacy. Responses were then collected using a five-point likert scale ranging from 1 (strongly disagree) to 5 (strongly agree). To obtain an assessment of the research variables, this study used a data collection method using a questionnaire that was developed and distributed to respondents using the Google Form. The data is then evaluated with SEM (Structural Equation Modeling) from Amos Software.
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